Question 1
Employee turnover is the decision made by the employees to leave an organization due to various reasons. Higher employee turnover has negative effects on the organizations, as it will incur costs, lower production, and overworking the remaining employees. Job position that I am familiar with, who has contributed to many employees leaving the organization is the retail outlet. It is where the employees interact directly with the customers buying various products in the organization ( Babakus, Yavas, & Karatepe, 2017 ). The job position attracts many college students seeking a source of income to sustain them, as it does not require extensive experience.
Three factors, which have contributed towards many employees working in the retail position to leave the organization, are lower salaries and wages, lack of appreciation, and inadequate training and supervision. Since the organization recruited college students in most cases, they offered them lower salaries and wages, which do not motivate them to stay in the organization for a long period ( Hom et al., 2017 ). Such employees struggle to gain experience in the organization, and after some time they seek greener pastures from other organizations. Most of the employees working in the retail positions are not appreciated even when they meet the goal and targets set by the organization. Due to lack of appreciation for their efforts in the organizations, the employees decide to employment opportunities in other organizations where their efforts are appreciated. In the process of recruitment, the new college students employed in the organization are not offered sufficient training and supervision before being allowed to attend to the customers ( Moen et al., 2017 ). Such employments feel incompetent while attending to the customers, as they cannot even address simple inquiries made by the customers. Since the employees feel incompetent due to lack of training, they sort employment opportunities on other organizations where they could be trained before attending to customers.
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The organization would retain the employees in the retail job position by ensuring that they offer standard salaries and wages as per their commitment in the positions. The employees would not move to other organizations, as they are satisfied with the remuneration offered. The organization should appreciate employees no matter the little effort they offer in their respective positions ( Moen et al., 2017 ). Appreciating employees will make them feel part of the organization, and they will continue working for the organization for a long period. Training is an integral part of the process of recruiting and segregating duties to the employees in the organization. The organization should focus on training and supervise the employees in the retail positions especially the new employees. Training and offering them direction through supervision will make them competent they will be comfortable working for the organization.
Question 2
Considering the minimum pay and retirement offered to the employees in Australia as one of the countries discussed in chapter 14 of $9.54 per hour after tax is average as compared with other countries. The employees are satisfied to work for the organizations in such countries without seeking employment opportunities in other countries. When the same practices are applied in the US, the employees will work in the organizations for long periods without seeking employment opportunities in other countries ( Babakus, Yavas, & Karatepe, 2017 ). Comparing the minimum wage of $9.54 after with that of $6.26 per hour after tax in the US will avoid the cats of employee turnover. As the employees will enjoy the higher minimum wage per hour, the organizations will earn lower profits as compared to the previous minimum wage per hour after tax.
Question 3
In most of the countries globally, the employee is compensated as per their experiences, education, and performances. When the employees are promoted to the next level, compensation increases. Considering the next ten years, the compensation to the professional employees working in various organizations globally will have reached certain levels, which would be a problem to the organizations ( Hom et al., 2017 ). Such challenge could be addressed by promoting and compensating the employees as per the performance of the organization. Currently, most of the professionals are promoted as per the number of years working in the same field or position. Such basis should be dropped and employees promoted and compensated as per the personal and organizational performance.
References
Babakus, E., Yavas, U., & Karatepe, O. M. (2017). Work engagement and turnover intentions: Correlates and customer orientation as a moderator. International Journal of Contemporary Hospitality Management , 29 (6), 1580-1598.
Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology , 102 (3), 530.
Moen, P., Kelly, E. L., Lee, S. R., Oakes, J. M., Fan, W., Bray, J., ... & Buxton, O. (2017). Can a flexibility/support initiative reduce turnover intentions and exits? Results from the Work, Family, and Health Network. Social Problems , 64 (1), 53-85.
